The Marketing Mix in Talent Acquisition

Marketing 101 was all about the 4 P’s: Product, Price, Promotion and Place. I was fascinated to find out that there were additional 3 P’s in Services Marketing 201: People, Physical Evidence and Processes. The most important being the People, because without this specific “P” it isn’t easy to render a service.

We are service providers, through a well put together process, we enable organisations to reach their desired goals, by putting the right people into the right roles. When putting together Talent Acquisition Architecture, I never leave out the process, I am dogmatic about the first step which we call “The Pre-Consultation”. This is where the TA Practitioner/ Recruiter meets with the Hiring Manager to understand the nuances of the role, what the opportunity has to offer the candidate, what the person is expected to deliver in that role, we need to understand what it is they will do to be deemed successful. We need to know how the specific opportunity fits into the overall team structure. There are a lot of questions to ask, in order to fully understand what and who we are looking for. This is also a great opportunity to develop a relationship with the hiring manager.

No role is like any other role, each needs its own Talent Acquisition Strategy. A job description is essentially a template that has been designed to give us the basic (mostly technical) requirements of the role. It is nothing without the a meeting with the hiring manager, to get a proper break down. In my Pre-Consultations, I ask questions like:

o Why is this role available

o What made the last incumbent

o What are your top three must have’s

o What is your management style

Thankfully a lot of questions are available online, and one is able to select those that are relevant to the business they serve. With this consultative meeting, we are able to go into the market place to find the person that fits not just into the role, but the team and its respective culture. We as TA practitioners know nothing until we know how this new role fits into and contributes towards the overall strategy.

I like to think of every recruitment assignment as a project, like a project plan, I use the same process to put together the strategy. Process (Planning) is crucial!

Published by

BlockHead

A Human Resources Practitioner with a blended knowledge of HR; Diversity, Equity & Inclusion and Talent Acquisition Management as well as Employer Branding and Employee Value Proposition. Enthusiastic and outgoing, an innovator who is continuously aware of new possibilities with a penchant for discovering different but effective ways of doing things. I gain motivation from the ability to not only generate but implement ideas. A visionary with a positive mindset which often carries others with me. Forever interested in seeing the possibilities, particularly in people, within and beyond the present moment. My key strengths lie in consulting with business to understand how HR activities can contribute to business strategy execution. Passionate about the digital landscape and have successfully implemented Digital Talent Acquisition Strategies for various organisations. I totally believe that healthy organisation culture is a competitive game changer, and strive to help shape companies to attract and retain the best people to meet their mission and grow their vision. As an experienced Talent Acquisition Manager with a documented history of working in HR across various industries in South Africa, as well as other countries on the African continent including Kenya and Nigeria, I know that Africa has incredible talent, and I am excited to play a role in unleashing the best in people across the corporate world. Simply put...I love what I do! In my spare time, I am an avid participant in various activities hosted by the Society of Human Resources Management (SHRM), and a regular contributor to their Blog including taking part in their weekly “Next Chat” on twitter. This is a global platform hosted by SHRM that has people from all facets of HR sharing ideas, knowledge and learning on the specific topic chosen for the week. This June, I will be speaking at the annual conference #SHRM19 which is being held in Las Vegas.

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